By Katherine V. W. Stone
From Widgits to Digits is set the altering nature of the employment courting and its implications for exertions and employment legislation. for many of the 20 th century, employers fostered long term employment relationships by utilizing implicit gives you of task safety, well-defined hierarchical task ladders, and longevity-based salary and gain schemes. modern day employers not price toughness or search to motivate long term attachment among the worker and the company. in its place employers search flexibility of their employment relationships. therefore, staff now function as unfastened brokers in a boundaryless place of work, within which they movement throughout departmental traces inside businesses, and throughout company borders, all through their operating lives. modern-day problem is to discover a method to supply staff with continuity in wages, on-going education possibilities, sustainable and transferable talents, unambiguous possession in their human capital, moveable advantages, and an infrastructure of help constructions to let them to climate occupation transitions.
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Additional resources for From Widgets to Digits: Employment Regulation for the Changing Workplace
Sample text
On the inevitability of rates-cutting under a piecework system and its effect on work effort, see Hugh G. J. Aitken, Taylorism at Watertown Arsenal: Scientific Management in Action, 1908–1915, 39 (1960); Robert Kanigel, The One Best Way 141–42, 210–11 (1997); C. Bertrand Thompson, The Relation of Scientific Management to the Wage Problem in Thompson, Scientific Management 706, 709–10, reprinted from 21 J. Pol. Econ. 630. See generally Taylor, A Piece-Rate System. See also Stone, The Origins of Job Structures 41–42.
49 The company also hastened the pace of technological change in all stages of steel production. In the decade after Homestead, the company introduced a cornucopia of innovations – electric trolleys, the pig casting machine, the Jones mixer, mechanical ladle cars, electric traveling cranes, the Wellman charger, electric cars, and rising-and-falling tables in the rolling mills. 51 The demise of the craft unions opened up possibilities for employers to abandon the previous system of employment relations and create one that did not depend upon cooperation of skilled workers.
While the high rate was a reward for fast work, the low rate was a punishment for slow work. The low rate was set so low that it was difficult to earn a regular day’s pay. 6 The most significant difference between Taylor’s differential piece rate plan and Halsey’s premium plan lay in the method each one used to set the base rate for each job. Halsey’s plan used existing practices as the norm, thus incorporating existing inefficiencies and restrictive practices into the rates. , the amount of output a typical hard-working worker could produce in a day.